• Office out of your Home
• Pay: $15/hr
• Travel assigned routes to customer locations.
• Must have a reliable form of transportation to travel to convenience stores & customer locations.
• Mileage and gasoline reimbursement will be provided

Position Summary:

As a Merchandise Associate, you will report to the Merchandise Supervisor. Your will be working in our customer retail locations and responsible for the maintenance and execution of our Mojo & SmartStock Programs. Activities include but are not limited to tote to rack merchandising, display rack assembly, plan-o-gram execution, rotating product, overall merchandising services. Your professionalism and business execution are critical contributions to driving business forward for our customers, vendors, and ourselves.

Position Responsibilities:

• Maintaining a detailed and specific call routine with a designated ledger of customers.

• Communicating daily with Merchandise Supervisor to gain updated guidance on program execution.

• Maintenance & execution of the Mojo & SmartStock program (racks/plan-o-gram/ordering, merchandising activities.

• Identifying and reducing out-of-stocks on shelves.

• Ensuring products are fresh and within date code parameters.

• Attending to customer needs and concerns in a timely manner.

• Ensuring plan-o-gram, marketing best practices, and compliance in stores.

• Identifying display opportunities and maximizing display positioning.

• Ensuring that products are properly displayed, priced, and identified.

• Finding solutions to possible customer challenges with assistance.

• Performing other tasks and duties as assigned.

Skills & Experiences:

• High School Diploma or General Educational Development (GED) certificate.

• Ability to drive to customer locations using personal transportation (mileage and gasoline reimbursement will be provided).

• Must have a valid driver’s license, clean driving record, reliable vehicle, and proper valid insurance.

• Must have valid insurance that meets minimum requirements per state law.

• Ability to communicate effectively.

• Ability to use and understand store plan-o-gram and set instructions.

• Ability to learn how to operate a hand-held inventory control device, calculators, and computer.

• Ability to effectively use Microsoft Office programs such as Excel and Outlook.

• Ability to perform math calculations.

Physical Demands & Working Conditions:

• Physical ability to lift, unload, and carry totes and bundles up to 30 lbs. repetitively and up to 60 lbs.

occasionally, push up to 50 lbs., and move a dolly loaded with up to 250 lbs.

• Physical ability to maneuver loaded hand carts over a variety of inclines and surfaces.

• Physical ability to stand and walk frequently and be able to drive for a significant period. of time

• Physical ability to occasionally bend, kneel, crouch, or crawl.

• Exposure to a variety of environmental conditions: weather, temperature, lighting, and noise as determined by circumstances at accounts within assigned territory.

Core-Mark Benefits:

At Core-Mark, we know your power comes from your overall well-being and the well-being of your family. That’s why we offer a comprehensive benefits package that supports the health of you and your family. As a part of our family, your benefit offerings include:

• Highly Competitive Medical, Dental, & Vision Coverage
• Health Savings & Flexible Spending Accounts
• Core-Benefits: Life, Disability, & Employee Assistance Program paid by Core-Mark
• Work/Life Balance: Sick Leave, Vacation Time and Holidays
• Financial Wellness: 401(k) Plan, Group Voluntary Benefits, Pet Insurance, Commuter Benefit, Employee Discounts, & Scholarship Opportunities for children of employees

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)